Personnel

General Personnel Policy Statement

Through its personnel policies, the board wishes to establish conditions that will attract and hold the
highest qualified personnel for all positions who will devote themselves to the education and
welfare of our students.

Through these policies also the board wishes to encourage young people to enter the profession of
education as their life work, hopefully in this district.  The superintendent is directed to encourage
young men and women who are dedicated to a teaching career to seek employment in our district.

The board wishes to attract and retain personnel in the district who are motivated to do their best work
from their inner resources.  The board does not wish to retain personnel who have to be motivated
through external or administrative procedures to do a satisfactory job.

To keep its personnel policies, and the corresponding administrative regulations, in the highest state of
effectiveness to achieve the above purposes, the superintendent is directed to establish the
procedures needed.

Policy Adopted:  January 1974
Policy Re-affirmed:  June 14, 1993

4111

4112

Personnel

Recruitment and Selection

This district can secure the kind of teachers and other personnel it wants by an effective recruitment
program based upon alertness to good candidates, initiative that results in prompt action, and
good personnel practices in dealing with applicants.  A personal interview will be required for all
people employed by the district.

It is the responsibility of the superintendent and of persons delegated by him to determine personel
needs and to locate suitable candidates for employment.  An estimate of the cost of the recruitment
and selection program will be made annually by the superintendent to the board for inclusion in the
annual budget.

There shall be no discrimination against any employee or applicant by reason of race, color, national
origin, creed, marital status, sex, or age.

The superintendent shall see that persons nominated for employment meet all qualifications established
by law and the board for the position for which nomination is made.

Policy Adopted:  January 1974
Policy Re-affirmed:  June 14, 1993
 
4111

Personnel

Recruitment and Selection

Employees of the school are appointed upon the recommendation of the superintendent of schools or
such board committees delegated with this responsibility.

The following regulations governing the process of recruitment and selection of certificated personnel
are established in harmony with board policy:

1. Outstanding colleges, universities and teacher placement agencies
 shall be among those sources contacted for recommendations of
 candidates.  Visits to such agencies for the purpose of interviewing
 interested prospects shall be made when practical.

2. A candidate shall complete an application form and shall supply the
 school with transcripts of all college work and college placement
  folder.

3. All former employment from the first position to the last shall be
 recorded by the candidate.

4.  Former employers and supervisors may be requested to submit
  estimates and criticisms of the applicant's work, character, and
 personality.

5. Certification status shall be determined.  Candidates shall meet state
 certification requirements and standards established by the regional
 accreditation association.

6. The applicant's work may be observed.
   
 
7. The most outstanding applicants for each teacher position shall be
 invited for an interview with a member of the administrative staff
 at a mutually agreeable spot.  The purpose of the interview shall be to
 select teachers of character and intellectual integrity, possessing
 emotional stability and personalities suitable for living and working
 with young people.

8. An employee shall be appointed only upon the recommendation of the
 superintendent.  Should a person nominated by the superintendent be
 rejected by the board, it shall be the duty of the superintendent to
 make another nomination.

Rules approved:  June 14, 1993

Personnel

Teacher Contracts

Teacher contracts in this district shall be issued in accord with the statutes, but shall in addition be
looked upon as serving several important purposes.

1. The establishment of a high professionally productive relationship
 between the teacher and the school district

2. Continuity of teacher satisfaction with working conditions in this
 school district

3. Better education for the students in our schools

Teachers will be placed on a probationary contract until such time as they meet tenure requirements as
defined by Nebraska statutes.

Teacher contract dates shall be governed by the laws of the state of Nebraska.  All provisions of
Nebraska statutes, Section 79-12,107 through 79-12,121 shall be met in dealing with continued
teacher contracts and/or termination.  The 185 day contract will include 180 teaching days.
Teachers will be considered for re-election in accordance with Nebraska statutes 79-12,107 through
79-12,121

Legal Reference: 79-1248 Schools; contract of employment; writing required 79-1250 Schools; contract of employment; contracts 79-12,107 to 79-12,121 Tenure; discipline; contract nonrenewal, cancellation, termination

Rules Adopted:  June 14, 1993
  

4112.1

 Personnel

Teacher Contracts

The superintendent is responsible for following all legal aspects of concluding contracts with teachers.

Regular procedures shall be set up and publicized for the contract-achieving and renewing process as
follows:

1. Prominently displayed due dates on teacher application forms
 and contract renewal request forms.

2. Provide for receipt and recording of teacher application forms
 and contract renewal request forms duly signed.

3. Notify teacher no later than April 15 of board action with
 specific due date of signed teacher acceptance or rejection.

4. Record receipt of teacher's acceptance or rejection.

Rules approved:  January 1974
Rules re-affirmed:  June 14, 1993

Personnel

Certification

All teachers shall have a Baccalaureate degree from an institution
accredited by the North Central Association or some other regional
accrediting association.  All teachers shall meet the legal standards
for teachers in Nebraska.

Policy adopted:  January 1974
Policy re-affirmed:  June 14, 1993

Personnel

Health Examination

Any employee whose health is thought to be inimical to the welfare of pupils or employees may be
required by the board any time to submit to a health examination by a physician or surgeon.  The
expense shall be borne by the school district.

The superintendent may recommend employees for health examinations at any time if he has reason to
believe that the health of the employee is inimical to the welfare of pupils or other employees.

Policy adopted:  January 1974
Policy re-affirmed:  June 14, 1993

Personnel

Personnel Records

Each teacher shall have the right upon written request to review the contents of his own personnel file in
the presence of a witness, except that all confidential material supplied by outside agencies
concerning an original employment may be removed from the file and shall not be subject to review
by the teacher.  The teacher may request a third party to accompany him in such review.

Rules approved:  January 1974
Rules re-affirmed:  June 14, 1993

Personnel

Orientation

The administration is hereby directed to set up and conduct appropriate orientation sessions of at least
two days in length for all new employees and transferred employees.  Any needed costs of
orientation will be favorably considered by the board for inclusion in each annual budget.

Policy adopted:  January 1974
Policy re-affirmed:  June 14, 1993

 
4112.7(a)

Personnel

Orientation

Systemwide Basis

The administration shall recommend procedures for new teacher orientation prior to opening of school in
the fall.  These procedures should consider, but not be limited to, the following:

1. New teacher basic orientation plan

2. Supervision of new teachers during the first year

3. Released time for observing

4. Housing for new teachers

5. What to expect in professional assistance

6. Educational staff associates

 School Building Basis

The principal is responsible for the orientation of new teachers assigned to his school.  He should give
information and general directions in regard to the following:

1. The names of fellow teachers, the office clerk, cafeteria
 personnel, custodians and other special staff personnel who
 will come to the building

2. Location and use of physical facilities of building:  classroom,
 cafeteria, library, teachers' lounge and lavatories

3. Teaching materials:  courses of study, guide books, textbooks,
 and supplementary materials for grade or subject

4.  School forms:  attendance reports, pupil and school records,
 transfers, purchase orders, plan books, etc.

5. Method of ordering books and supplies, securing audiovisual
 equipment, methods of getting material duplicated, disposing
 of lost and found articles.

6. Schedule and meaning of all bell signals.

4112.7(b)

Orientation (continued)

7. Regulations for pupils in building and on school grounds; uses of
 entrances, exits, lavatories, playground areas, equipment and
 activities; regulations for pupils during, before and after school
 hours.

8. Directions regarding building meetings, inservice training meetings,
 other meetings, assignments to school committees, fire drill
 regulations, policies concerning teachers absence, attendance,
 dismissal, excuse of pupils from school, etc.

9. The goals and aspirations of our schools.

10.  School system policies and regulations.

Rules approved:  January 1974
Rules re-affirmed:  June 14, 1993

Personnel

Assignment, Reassignment and Transfer

Assignment

Instructional personnel will normally be assigned initially by the superintendent or his delegate to
positions for which their preparation, certification, experience, and aptitude fit them.  They may not
be assigned, except temporarily and for good cause,
outside the scope of their teaching certificates or their major or minor field of study.

Reassignment and Transfer

The board reserves the right to reassign and transfer personnel to other positions for the betterment of
the school system when conditions such as the following exist:

1. Increases or decreases of enrollment in various grades or classes

2. Opening of new building or closing of old ones

3. Changes in organization of the school system

4. Addition or elimination of an educational service

5. Vacancies created by promotions, leaves of absence, death,
 retirement, resignation and the like

The board will receive and act upon recommendations for personnelreassignment and transfer in the
light of each individual's qualifications for the position including certification and length of service
in the school system - in that order of priority.
 
 
Whether or not a person is qualified for a proposed  position will depend upon

1. his potential for contributing to the program needs of the
 school or department.

2. his potential for contributing to the co-curricular activities
 of a school.

3. his compatibility with the socio-economic area of the school.

4. his success in previous assignments.

5. balance of staff as to age, race, sex, etc.

6. length of time since his last transfer.
 
4112(b)
 4115

Assignment, Reassignment and Transfer (continued)  

7. his certification for the position.

Personal Adjustment Transfers

The board will favorably consider requests for personal adjustment transfers, compatible with the
qualifications criteria less the length of service factor, on the assumption that a different
environment will often promote professional growth and increased efficiency.

Involuntary Transfers

The board may make all transfers of personnel which it deems necessary, provided

1.  written notice of transfer is given to the person or persons
 affected.

2. reasons for transfer are given in writing if requested by the
 person or persons involved.

3. opportunity to meet with the superintendent or his
 representative is given to discuss the transfer.

Decisions of the board on transfers and the necessity therefore are final and not subject to the grievance
procedure if the above procedure is followed.  The board shall give all notices required by this
paragraph as soon as possible.

Rule adopted:  January 1974
Rule re-affirmed:  June 14, 1993

Personnel

Assignment, Reassignment and Transfer

Certificated Personnel Assignments, Transfers and Promotions

Certificated personnel may express in writing their preference of
 1. grade level
 2. subject
 3. department assignment
 4. extracurricular assignment
 5. administrative assignment
 6. other

Such requests shall be filed with the superintendent and shall be kept on file for one school year.
Receipt of such requests will be acknowledged in writing, provided the applicant supplies a
self-addressed stamped postcard with the request.  These requests shall be given consideration
as vacancies occur.  Requests which were not acted upon must be refiled on or before each March
1st to remain active.  A person whose request was not acted upon may ask for an explanation and
shall be given one.

Any certificated employee may apply for vacancies for which he considers himself qualified.  In filling
such vacancies, the board will give due weight to the professional qualifications and attainments of
all applicants and to other relevent factors as set forth in board policy.  If two applicants have equal
qualifications for such vacancy, preference shall be given to the member with seniority.  In
evaluating the applicants, the board's decision shall be final and not subject to the grievance
procedure.

The superintendent will submit all assignments and transfers of staff to the board for approval.  The
superintendent is delegated the responsibility for recommending all assignments and transfers of
certificated personnel.

Rules approved:  January 1974
Rules re-affirmed:  June 14, 1993    

Personnel

Load/Scheduling

Non-teaching Duties

The board believes that a teacher's primary responsibility is to teach and that his energies should, to the
extent possible, be denoted to this end.

Policy adopted:  January 1974
Policy re-affirmed:  June 14, 1993

Personnel

Communicable Diseases

School Work Involving Body Fluids

Procedures for working with blood or body fluids in the classroom:

 1. Students must always work with their own body fluids.

 2. Use individual sterile lancets once and then discard in
  a container with one part bleach to ten parts water.

 3. All body fluids must be cleaned up with soap, H2O, alcohol,
  1:10 bleach solution or other suitable disinfectants while
  wearing plastic or rubber gloves.

 4. If students cannot follow these safety procedures, the teacher
  may do the experiment on himself or use a pre-packaged ABO/Rh
  blood cell kit.

Policy approved:  July 11, 1988
Policy re-affirmed:  June 14, 1993

4114.2b

Personnel

Communicable Diseases

Hygienic Procedures

Anytime there is any type of body fluid spill (blood, vomitus,feces or urine) it must be cleaned up
immediately with soapy H2O, alcohol, bleach (1 part to 10 parts H20) or another suitable
disinfectant and while wearing plastic or rubber gloves to prevent the introduction of germs into
any broken skin area that may not have been noticed before.  In dealing with injuries
or illnesses also involving body fluids, gloves must be worn and all supplies discarded in a sealed plastic
bag and burned.

Policy  approved:  July 11, 1988
Policy re-affirmed:  June 14, 1993

4116

Personnel

Probation and Evaluation

The board recognizes that the teaching process is an extremely complex one, and that the appraisal of
this process is a difficult and technical function.  But because it is universally accepted that good
teaching is the most important element in a sound educational program, teacher appraisal must be
done.

Appraisal of teaching services should serve three purposes:

1. To aid the individual teacher to grow professionally

2. To raise the standards of the teaching professional as whole

3. To raise the quality of instruction and educational services
 to the children of the community

Therefore, the board delegates to the professional staff the responsibility of developing, organizing, and
implementing a systemwide program for evaluating the instructional process as one means to
ensure quality control of instruction.

Policy adopted:  January 1974
Policy re-affirmed:  June 14,  1993

4115(a)

4116

Personnel

Probation and Evaluation

Evaluation

The work and performance of all teachers shall be evaluated in writing by the principal.  Performance of
the principal shall be evaluated by the superintendent.  Probationary staff members will be
evaluated once each semester.  Permanent staff may be evaluated annually.

The teacher shall have the opportunity to review the evaluation report and to submit any additional
information or disagreement to the principal/superintendent within ten working days after receipt of
the evaluation.

A copy of the evaluation report will then be transmitted to

1. the teacher/principal

2,. the personnel office for placing in the personnel file of the teacher

In the event a teacher or administrator is not to be continued in employment,  the Secretary of the Board
will advise the teacher/administrator of the reasons no later than April 15.  These reasons should
be consistent with supporting evidence in all existing written evaluation reports.

The first three years of the contract shall be a probationary period during which it may be terminated
without just cause.  The Secretary of the Board shall, not later than April 15, notify each
administrator or teacher in writing of any conditions of unsatisfactory performance or other
conditions because of a reduction in staff members or change of leave of absence policies of the
board of education which the board considers may be just cause to either terminate or amend the
contract for the ensuing school year.  Any teacher or administrator so notified shall have the right
to file within five days of receipt of such notice a written request with the board of education for a
hearing before the board.  Upon receipt of such request the board shall order the hearing to be
held within ten days, and shall give written notice of the time and place of the hearing to the
teacher or administrator.  At the hearing evidence shall be presented in support of the reasons for
considering termination or amendment to the contract, and the teacher or administrator shall be
permitted to produce evidence relating thereto.  The board shall render the decision to amend or
terminate the contract based on the evidence produced at the hearing.
 
Rules approved:  January 1974
Rules revised:  February 1981 and  November 12, 1984
Rules re-affirmed:  June 14, 1993

Personnel

Separation

In the event a teacher/administrator is not to be continued in employment the Secretary of the Board will
advise the teacher/administrotor of the reasons not later than April 15.  These reasons should be
consistent with supporting evidence in all existing written evaluation reports.

The first three years of the contract shall be a probationary period during which it may be terminated
without just cause.  The Secretary of the Board shall, not later than April 15, notify each
administrator or teacher in writing of any conditions of unsatisfactory performance or other
conditions because of a reduction in staff members or change of leave of absence policies of the
board of education which the board considers may be just cause to either terminate or amend the
contract for the ensuing school year.  Any teacher or administrator so notified shall have the right
to file within five days of receipt of such notice a written request with the board of education for a
hearing before the board.  Upon receipt of such request the board shall order the hearing to be
held within ten days, and shall give written notice of the time and place of the hearing to the
teacher or administrator.  At the hearing evidence shall be presented in support of the reasons
given for considering termination or amendment of the contract, and the teacher or adminstrator
shall be permitted to produce evidence relating thereto.  The board shall render the decision to
amend or terminate the contract based on the evidence produced at the hearing.

Policy approved:  January 1974
Policy revised:  February 9, 1981and November 1984
Rules re-affirmed:  June 14, 1993

Personnel

Retirement

No public school employee will be forced to retire prior to the age of
70, if they wish to keep working and can fulfill the normal requirements of their position.

Policy adopted:  2-12-78
Policy re-affirmed:  June 14, 1993

Rights, Responsibilities, and Duties

All employees are subject to the policies of the board and all applicable laws.

Job descriptions shall be established for each type of work to be performed by certificated and classified
employees.

Job descriptions shall include the following:

 1. Job title
 
 2. Duties to be performed
 
 3. Type and extent of training required

 4. Degree of responsibility assumed

 5. Other related factors

Job descriptions for certificated and classified employees shall be subject to the approval of the board.

Policy adopted:  January 1974
Policy re-affirmed:  June 14, 1993

Civil and Legal Rights

Consistent with the accepted ethical standards for the education profession, with the statutes and
constitution of the state and with the Constitution and Bill of Rights of the United States of America,
teachers shall have full rights of citizenship and the exercise thereof.

Policy adopted:  January 1974
Policy re-affirmed:  June 14, 1993

Personnel

Nondiscrimination

The conditions of employment in this school district, including the wages, hours, terms and benefits, shall
be applied without regard to race, creed, religion, color, national origin, sex, marital status, or age.
Thereby, the board seeks to extend the advantages of public education with full equality of
educational opportunity to all pupils.

Policy adopted:  January 1974
Policy re-affirmed:  June 14, 1993

Personnel

Freedom of Speech

Instructional personnel are expected to exercise their constitutionally guaranteed right to freedom of
expression.  The board recognizes that no freedom is absolute, and that in this case restrictions
come from at least three sources:

1. Legal
 Governing bodies can, within frequently defined limits, restrict
 freedom of speech, as for example within the "clear and present
 danger" doctrine of the United States Supreme Court.  Differences
 of opinion on acceptable regulation of freedom of speech in this
 sector may be resolved only be legal action.

2. Societal
 Communities vary in what they will tolerate in classroom discussion.
 
 Limits of such tolerance change with time and place.  Differences of
 opinion between teachers and community feelings may not so much be
 a matter for court adjudication as for tolerance on the part of each
 contender for the other's position.

3. Professional
 Teachers and their organizations must themselves decide what effect
 insisting on exercising freedom of speech, or accepting some degree
 of regulation thereof, will have on their role as teachers, on their
 ultimate effectiveness in the education process.

The board requests that any differences of opinion about exercises of
abridgement of freedom of speech within or among members of the board,
staff, and especially instructional personnel be reviewed by all parties
concerned in the light of the above three factors.

Policy adopted:  January 1974
Policy re-affirmed:  June 14, 1993

Personnel

Duties:  Teachers

Teachers will be responsible to the principal for carrying out of policies of the school board as they relate
to the function of the school, to the classroom, and to the immediate contact with students and
parents.  Teachers will be expected to furnish such after-school time as is needed for assisting
students, conferring with parents and doing other necessary out-of-school work.

Teachers' specific responsibles shall be

1. to direct and evaluate the learning experiences of students in
 both curricular and extra-curricular activities.

2. to provide guidance to students which will promote their proper
 educational development and welfare.

3. to be responsible for student accounting.

4. to provide for the care and protection of school property.

5. to supervise students on the school ground and during the lunch
 period.

6. to cooperate with and participate in the planning and the
 evaluation of the school program.

7. to participate in the business and activities of the faculty.

8. to take part in the in-service education program of the schools.

9. to maintain cordial relationships with colleagues.

10. to follow the ethics of the profession.

11. to support actively the parent-teacher organization.  
 
12. to enforce policies and regulations as established by the
 board and professional staff.

13. to accept a fair share of supervisory duties at pupil activities
 in buildings and on grounds during school hours as well as at
 athletic events.
  
4118.2(b)
Duties:  Teachers (continued)

Extra-curricular Assignments.

Assignments will be made to teachers for various forms of hall, extra-curricular, recess, traffic,
lunch period and other noontime duties, and athletic events.  Every effort will be made to make all
assignments on an equitable basis

Recommending educational materials.  No teacher in any public school shall act as agent for any author,
publisher, book seller or other person to introduce any book, apparatus, furniture or other article or
whatever in the schools.

Accident procedure.  If an employee is involved in an accident while in the line of duty, it is necessary to
file an accident report within twenty-four hours.

Capacity as advisers.  Principals and teachers are not to serve as advisers to parents of/and children not
in their class or school.  Neither are they to issue any teaching materials, tests, etc., to such
parents or children.  It is proper procedure to ask these people to consult their respective teachers
and principals concerning their problems.

Recommending dentists, physicians or business houses.  Teachers are not to make recommendations to
parents in regard to particular dentists, physicians, or business houses.

Supervison of children.  No group of children, either in the classroom or on the playground, should be left
unattended by the teacher.  Teachers, at all times, are responsible for the conduct and safety of
children, and will see that children observe safety rules.  In the occasion of extreme emergency,
the teacher should make every effort to provide adequate supervision during his or her absence.

Plans and plan books.  All teachers will be provided with plan books.  The purpose of these plan books
is, first, to provide the teacher with a convenient systematic way of organizing and planning the
classroom work for at least one week in advance; and, second, to provide an adequate guide for
the substitute who may be called in to take over the class.

These plan books, with plans prepared for the following week, may be requested for review at anytime by
the principal or superintendent.  Principals are expected to check plan books from time to time.

Plans are to be general statements of what is planned to be done.  Well-planned work which keeps
pupils busy with profitable tasks during every minute of the day is the best discipline practice any
teacher can have.
  
4118.2(c)
Duties:  Teachers  (continued)

Condition of classrooms.  Teachers are responsible for the condition of the classroom and the equipment
at all times.  Prior to the close of each period, and before the close of school at the end of the day,
teachers will hold students responsible for leaving the room clear of the clutter of paper, textbooks,
and other items of classroom use.  If a classroom is used by more than one teacher, this becomes
the responsiblity of all teachers using the room.  On leaving the room for the day, teachers will turn
out all lights, close and lock all windows, and close all doors.
 
Bulletin Boards.  Teachers are urged to keep bulletin boards as attractive as possible and change them
frequently.  Having the students responsible for their own bulletin boards can be a worthwhile
project in itself.

Cooperation with custodians and housekeepers.  The work of the custodians and housekeepers in
protecting the health of everyone in school makes their job one of utmost importance.  Cooperation
of all staff members with the custodial staff in keeping the school environment clean and safe will
be appreciated.  If you have suggestions to make about the way your room or area is being
cleaned, please refer them to the building principal.

Students' access to rooms.  A teacher must be present when students are using a room or building of the
school.  Students or other unauthorized personnel are not to be loaned keys.  Rooms of the
school, other than your own, are not to be unlocked for any reason without knowledge of the
teacher responsible for the room.

Use of school telephone.  School telephones are maintained for the primary purpose of conducting
school business.  Of a necessity, conversation should be as brief as possible.  Only in cases of
emergency should teachers or students be called to the phone during class time.  In such cases a
number should be taken so the party may return the call, thus leaving the line open.  In no instance
may students or teachers make long distance calls without the approval of the principal.  Principals
may be held responsible for preventing unauthorized calls.  Money collected is to be submitted to
the principal for accounting.

Leaving campus during school hours.  No teacher shall leave the school campus during school hours
without previous notification and approval of the principal.

4118.2(d)
 
Duties:  Teachers (continued)
 
Central office information, current.  It is the teacher's responsibility to keep the following restricted
information currently correct at all times with the personnel office:
 1. Name
 2. Address
 3. Telephone number
 4. Credits earned to meet requirements of the salary schedule
 5. Next of kin
 6. Dependents (W-4)
 7. School
 8. Update insurance information

Legal Reference:  79-443 District board; schools; supervision and control

Rules approved:  June 14, 1993   

Personnel

Drug Free School

Cedar County School District #54 is committed to providing an employment environment that is safe and
provide appropriate motivation to ensure a creative and productive work force.  To this end, the
District unequivocally endorses the philosophy that the workplace should be free from the
detrimental effects of illicit drugs and alcohol.

It is unlawful and, therefore, absolutely prohibited for any employee of the District to engage in the
unlawful possession, use, or distribution of illicit drugs and alcohol on school premises or as a part
of any of the school's activities.

Definitions
As used in this policy, prohibition against the unlawful possession, use, or distribution of illicit drugs an
alcohol on school premises or as a part of any of the school's activities shall mean, but not be
limited to the following:

 1. The possession, use, or distribution of any substance which is
  declared by the State of Nebraska or any other applicable law
  to be an illicit substance.

 2. The possession, use, or distribution of alcohol on school premises
  or as a part of any of the school's activities.

As used herein, the term "school premises" shall mean any property whether owned, leased, or in other
manner under the control of the Board of Education of the District.

As used herein, the phrase "as a part of any of the school's activities" shall mean any activity or
enterprise carried out in whole or in part under the auspices of the District.
 
Procedures

 1. All employees and each new employee will receive a copy
  of this policy.

 2. Each employee will be informed of the District's policy of
  absolutely prohibiting conduct as set forth in this policy
  (Policy No. 4001), and will be informed that serious sanctions
  can and will be taken against an employee, including termination
  of employment and referral for prosecution for any failure
  to comply with the above-stated standards of conduct and is
  further informed that such compliance is mandatory.  This
  policy is adopted pursuant to P.L. 101-226, 34 C.F.R., Part 86,
  and other applicable statutes, and that failure to comply with
 
4118.231(b)
 
4218.221
Drug Free School (continued)

  such federal requirements may put the District's receipt of
  federal funds in jeopardy.

 3. In the event the employee does not understand the terms and
  conditions of this policy it shall be the duty of the employee
  to ask for such points of clarification of the Superintendent
  of Schools or his designee at the time this policy is distributed
  to the employee.  If no question is directed by an employee to
  the Superintendent of Schools or his designee it shall be the
  legal position of the District to presume that the employee
  has understood and will abide by this policy.

 4. In the event of any non-compliance by any employee with this
  policy, it shall be the duty of the Superintendent of Schools or
  his designee to inform any employee not in compliance about
  any drug and alcohol counseling and rehabilitation and re-entry
  programs that are available to employees within fifty miles of
  the administrative offices of the District.  If no such programs
  are available within fifty miles, then such other programs as may
  exist in the State of Nebraska shall be made known to such
  employee.  The Superintendent of his designee shall maintain a
  list of such available services and shall from time to time update
  such list.

 5. Sanctions which may be taken against an employee for non-
  compliance with this policy may be any one or more of the
  following:

  a. An oral reprimand
  b. A written reprimand
  c. Suspension with pay
  d. Suspension without pay
  e. Termination of employment
 
  f. Cancellation of employment
  g. Non-renewal of employment
  h. Referral to appropriate authorities for criminal
   prosecution

4118.231(c)

4218.221
 Drug Free School (continued)
 
  i. Mandatory enrollment in in-patient care or otherwise
   as a term and condition to any continuing employment
   by the District.
  j. Mandatory enrollment in any training programs that
   are or may be provided by the District or others relating
   to any of the activities prohibited by this policy.

 6. Disciplinary action sought to be imposed by the Superintendent
  or his or her designee shall be carried out in accordance with
  the established policies of the District.  However, nothing in
  this policy shall be construed to vest any right in any employee
  beyond that required by law and the manner in which each case
  is handled shall be in the sole discretion of the Superintendent
  or his designee subject to the Supoerintendent's approval, provided
  only that such action shall be carried out within the bounds of
  applicable law.
 
 7. Conviction of an employee of the District of any criminal statute
  relating to the unlawful use, possession, or distribution, of any
  controlled substance or alcohol, may result in disciplinary action
  being taken against such employee.  When such conviction shall come
  to the attention of the Superintendent or other official of the
  District, any employee convicted as above described may be
  disciplined in any manner provided by statute, the contract of the
  employee, any existing policy of the District or any other applicable
  body of law.  As used herein "applicable body of law" shall mean,
  but shall not be limited to, state and federal statutes, state and
  federal regulations, and any applicable case law.

 8. As an alternative to discipline or as a concurrent requirement to the
  disciplinary action that may be carried out against an employee as
  referred to in the immediately preceding paragraph, the District, by
  and through its Superintendent or his designee may require the
  employee to successfully finish a drug abuse program.  As used here-
  in, the term "drug abuse program" shall mean a drug abuse program
  sponsored by an approved private or governmental institution.  The
  Superintendent or his designee may require the employee to provide
  the Superintendent or his designee written documentation satisfactory
  to the Superintendent or his designee that the employee has success-
  fully finished such program.  If aftercare is recommended by such
  institution, then the Superintendent or his designee in his sole
discretion may require the employee to enroll such aftercare program.

  The Superintendent or his designee may require an employee to
  participate in aftercare in the same manner and under the same terms
  as may be required by the Superintendent or his designee.  The
  Superintendent or his designee may require ongoing reporting of such
  participation as a term and condition of continuing employment by
  such employee at the District.
 
 9. It shall be the policy of the District to require an employee who has
  been charged or convicted of a violation of any statute as hereinabove
  referred to in this policy to report such charge or conviction to the
  Superintendent or his designee.  Any information received pursuant
  to this policy may be used in any lawful manner.  Any employee having
  concerns about an admission hereunder constituting self-incrimination
  shall bear the burden of seeking his or her own legal advice regarding
  any such potential self-incrimination.

Policy adopted:  August 14, 1990
Policy re-affirmed:  June 14, 1993

Personnel

Substitute Teachers

A substitute teacher shall be a person fully qualified to instruct in our schools and who is employed for
short or long-term periods of time in the absence of the regular teacher.

Suitable programs for training, assigning, orienting, and evaluating the work of substitute teachers shall
be provided by the professional staff under the direction of the superintendent.

Rates of compensation for substitute teachers will be set by the board.

Substitute teachers will not participate in the health and welfare plans or other fringe benefits of the
school district.

Retired teachers may be employed as substitute teachers.

Policy adopted:  January 1974
Policy re-affirmed:  June 14, 1993

Personnel

Student Teachers

The school district assumes the obligation to provide apprectice teaching opportunities for student
teachers from colleges and universities.

A student teacher is defined as a teacher trainee, an observer, or an intern.  The superintendent,
principal and teachers involved shall determine the number of trainees that shall be placed in the
schools at any one time.  Care shall be taken to see that no school or teacher is overburdened.

No teacher with less than two full years of experience will be allowed to have a student teacher.

Teachers are encouraged to accept students teachers with the approval of the administration.

Policy adopted:  January 1974
Policy re-affirmed:  June 14, 1993

4122

Personnel

Student Teachers

The responsibility for assigning and coordinating the student teacher program shall be delegated to the
administration.

Supervision by a teacher of a student teacher shall be voluntary and no teacher shall supervise more
than one student teacher at any one time without permission of the superintendent.

Rules approved:  January 1974
Rules re-affirmed:  June 14, 1993

Personnel

Student Teachers

A. Admission policies leading to student teaching:
 1. Essential qualities - at or above the level acceptable in
  the teaching profession.
  a. Intelligence and scholarship
  b. Character and personality
  c. Health and physical fitness
  d. Command of oral and written English
 2. Academic preparation
  a. Planned program of at least 90 hours
  b. Cumulative grade average of 2.00 or above
   (1) 2.25 in endorsement and supporting areas
   (2) 2.00 in professional education courses
   (3) 2.00 in English communication courses
 3. Application for acceptance into teacher education is made
  during freshman year
 4. Acceptance into professional semester
  a. Application is made during previous year or semester
  b. Approval by screening committee after at least 90 hours

B. Provide cooperating schools for student teacher training.

C. Placement of student teacher:
 1. Student preference--student teacher is given a preference of
  school in which he or she may do his or her teaching so long
  as it does not conflict with the best interests of the cooperating
  school or the experiences of the student teacher
 2. College request for placement
 3. Agreement
  a. Between school and college
  b. Between administration of the cooperating school and the
   supervising teacher

D. Visitation by college personnel:
 1. College supervisors --minimum of two visitations, preferably
  during the initial and final weeks of student teaching
 2. Major field specialist--two visitations by a professor
  typically trained within the area of the student teacher's
  assignment

E. Briefing supervising teacher for evaluation:
 1. Provide a personal data sheet giving information about the
  student teacher
 2. Provide forms for evaluation
      

F. Cumulative seminar for all student teachers for evaluation of
 instruction and student teaching experience

The Cooperating School

A. Qualifications:
 1. State accreditation
 2. Accreditation by North Central Association of Colleges and
  Secondary Schools
 3. Demonstrate a continued effort toward an improved program
  of instruction
 4. Provide adequate facilities, both educational and physical
 5. Reasonably accessible to the college
 6. Empathy for the student teaching program
 7. Provide adequate classroom supervision (full-time certificated
  personnel)
 8. Evidence of good relationship between school and community
 9. Evidence of stability (low turnover rate)

B. Staff:
 1. Administrative role
  a. Interpret the student teaching program to the faculty and
   to the community through the press and radio
  b. Secure the services of qualified teachers who willingly
   accept and work with student teacher
  c. Cooperate with the supervising teacher and college in
   planning for the student teacher
  d. Introduce the student teacher in an appropriate manner to
   the faculty, staff, and community
  e. Set aside time for conferences with the student teacher
   about matters relating to the problems of teaching
  f. Avoid exploitation of the student teacher in activities which
   make little contribution to his or her professional develop-
   ment. (Recommended maximum class load for a department-
     alized junior or senior high school is four (4)
academic
   subjects, with not more than three separate preparations).

The Supervising Teacher
 
A. Importance and influence of the supervising teacher:
 1. The supervising teacher is one person upon whose influence,
  standards, and methods the success of the student teacher largely
  depends
 

 2. The supervising teacher is the key person in the program of
  teacher education
 3. The supervising teacher is greatly responsible for the acceptance
  or rejection of the program by the school and the community
 4. The student teacher knowingly and unknowingly emulates the
  precepts and practices of the supervising teacher

B. Professional qualifications of the supervising teacher:
 1. The baccalaureate degree is the minimum requirement
 2. The master's degree or the equivalent in hours of graduate
  level work is desired
  a. Tuition free seminars should be attended by supervising
   teachers
  b. Professional courses at the graduate level should be taken
   in the field of endeavor
 3. A minimum of three years of teaching experience is recommended,
  two of which should be in the same subject or grade
 
 4. The supervising teacher should have taught in the school at
  least one year before accomodating a student teacher
 5. The supervising teacher shall be recognized as a master teacher
 6. The supervising teacher should be an ethical, educational
  leader who is skilled not only in teaching techniques, but also
  in guidance

C. Personal qualifications of the supervising teacher:  Because of the
 supervising teacher's dedication to the task of helping to prepare
 teachers, he or she must have willingly accepted the professional
 opportunity to participate in the student teacher program and must
 be:
 1. Professionally ethical
 2. Self-assured, confident and enthusiastic in his or her work
 3. Sincere, honest, friendly and communicative with the student
  teacher
 4. Consistent, positive and constructive
 5. An effective "teammate" of the student teacher whom he or she
  considers as a junior partner

D. Responsibilities of the supervising teacher:
 1. The first responsibility is to the pupils of the classroom
  a. The supervising teacher is responsible for seeing that
   the intern program does not interfere with the learning
   of the students
  b. The supervising teacher is legally and morally responsible
   at all times for the total well-being of the class

 2. The supervising teacher is responsible for much of the professional
  growth of the student teaching during the period of student
  teaching.  This involves the responsibility of directing the student
  teacher through a well-planned program of:
  a. Orientation:
   1) Establish the student teacher's status before his or
    her arrival and maintain this throughout the internship
   2) Inform pupils of the coming of the intern, of his or
    her potential contributions to the program and the fact
    that the intern is another teacher
   3) Acquaint the student teacher with the building, facilities,
    instructional materials, and the regulations governing
    their use by teachers and pupils
   4) Provide the intern with the opportunity to meet his or
    her supervisor's associates and other school personnel
   5) Give adequate directions in a manner that will leave the
    student teacher feeling comfortable, at ease, and accepte
  b. Observation and participation:
   1)   The student teacher should be provided with a separate desk
    or table
   2) Observation should be purposeful and planned, preceded and
    followed by conferences with the supervising teacher
   3) Initially, the intern observes the supervisiong teacher; later,
    opportunities should be given the intern to observe other
    classroom teachers
   4) Let the student teacher participate in those small tasks at
    which he or she will feel most at ease
   5) Recognize individual differences in student teachers.  Can the
    student teacher usually work best when alone in the room,
    or does he or she need rather close surveillance by the
    supervisor for awhile to give him or her added confidence?
   6) The supervising teacher should show a keen interest in the
    student teacher, and always give praise for a job well done
   7) Include purposeful observation of and participation in such
    activities as hall duty, playground and lunch room
   8)   Invite the student teacher to attend staff and informal meetings
    with the supervising teacher or another staff mmember
  c. Induction of the student teacher into full-time teachering:
   1) The principle of readiness should apply in determining when
    a student teacher should be given the responsibility for teaching
   2) The student teacher should be given limited responsibility early
    in the internship period-- even the first day.  As he or she
    develops in confidence and ability, his or her teaching load
    should be progressively increased until the student teacher
    is carrying a full load
       

Student Teachers (cont)

   3)  Encourage the student teacher to have creative teaching
    as a goal
   4)  The student teacher should plan carefully for each teaching
    experience, and be required to submit plans to the super-
    vising teacher for constructive criticism well ahead of the
    time when these plans are to be implemented
   5) Many types of conferences must be held in order to:
    a)  help the student teacher adjust to school room environment
    b)  explain classroom routines and school policies
    c)  establish standards and define teaching goals early
         in the term
    d)  provide opportunity for an overview of the work that
          is underway
    e)  cooperatively plan lessons and activities and share ideas
    f)  hear and resolve misunderstandings or dissatisfactions in
         a quiet, uninterrupted, informal manner
    g)  help the student teacher gain an understanding of the purposes
          and techniques of evaluating pupil progress
    h)  assist the student teacher in observing child growth and
         development as they apply to teaching and learning in the
         classroom
    i)  help gain an understanding of the ethical standards of the
         teaching profession
   3.  Evaluation of the student teacher's work:
    a)  This must be continuous throughout the student teaching period
    b)  Rapport and easy communication must be established between the
          supervising teacher and the student teacher before criticism
          is given
    c)  Give praise with criticism.  Compliment the student teacher on the
         growth he or she has made.  The student teacher should know his
         or her strong points and weak points in order to profit from
         criticism
    d)  When the student teacher realizes that the supervising teacher
              is impersonal, frank, and sincere, he or she will not mind
          the criticism
    e)  Throughout the training period, as changes are noted, evaluations
          should be made jointly.  These should include the entire range
          of activities in which the student teacher engages, including the
          teacher's personal qualities, work study habits, and handling
          of classroom routines, the planning and preparation for actual
          teaching, and carrying out of plans, pupil guidance, record keeping,
          and professional attitudes
    f)  Self-evaluation on the part of the student teacher should be his
          or her ultimate goal
 
 

   4.  The supervising teacher is responsible for aiding in the development of
        desirable personal qualities on the part of the student teacher:
    a.  It is essential that the student teacher develop desirable qualities
        that will enable him or her to participate effectively in the class,
        school and community environment
    b.  The supervising teacher should feel a responsibility for guiding
         the student teacher in developing such qualities as:
    1) Dealing impartially with pupils
     2) Being frank, firm, fair, friendly, but not familiar
           with the students
    3) Being enthusiastic about his or her work
    4) Developing a keen sense of humor
    5) Exhibiting qualities of leadership
    6) Being neat and well groomed
    7) Being dependable
    8) Being considerate, sympathetic, and understanding of the
                      feelings of others

 E. Rewards of supervising teachers:
  1. Recognition as a master teacher by the school and by the community
  2. Satisfaction in the professional improvement of one's self and others
  3. Professional gain through tuition free seminars
  4. Contribution to school and community:
   a.   Scholarship grant to a graduating senior
   b.   Opportunity for the school to recruit potentially fine teachers
 The Student Teacher
 A.  Orientation
  1. To the school:
   a. Become familiar with the rules, policies and philosophy of
    the school according to information given by the supervising
    teacher
   b. Become acquainted with the location of books and supplies
    for his or her own use
  2. Classroom procedures:
   a. Learn the daily schedule
   b. Make seating chart in order to learn the student's names
   c. Locate records and files and become familiar with them
   d. Become aware of handicaps, special interests and problems
    of children

 C. Observation and participation
  1. Role of the observer:
   a.  Begin each observation period with a definite goal in mind.
       Be an active observer
   b.  Record observations daily
   c.  Observe pupils of other age levels and abilities in a variety
        of activities in and out of school
  2.   Initial participation
   a.  Learn and perform housekeeping duties associated with the
        specific area of teaching
   b.  Assist the supervising teacher in collecting and preparing
       teaching materials
   c.  Work with individuals and small groups
   d. Conduct routine teaching activities such as pronouncing
    spelling words, story telling, correcting tests, and making
    contributions through use of special talents
   e. Perform daily routines such as opening and closing procedures,
    giving first aid treatment, taking over in the supervising
    teacher's brief absence, and seeing things to do and doing them

 D. Conferences
  1. Scheduling of conferences should be flexible and dependent upon the
   needs of the student teacher and the supervising teacher
 

  2. A student teacher should help in planning topics to be discussed
  3. A record of scheduled conferences should be kept
  4. Both scheduled and impromptu conferences have an important place
   in this program
 
 E. Evaluation
  1. Cooperative
   a. The student teacher and the supervising teacher should
    exchange views and analyze the student's work in terms
    of the desired results
   b. The student teacher should be encouraged to think particularly
    in terms of:
    1)  Meeting personal problems
    2)  Understanding children
    3)  Using community resources
    4)  Planning and developing effective learning experiences
    5)  Developing a professional attitude

Rules approved:  June 14, 1993

Personnel

Professional Growth

All employees shall be provided opportunities to increase their development
competence beyond what they may attain through the performance of their
assigned duties.

The superintendent shall provide the staff with opportunities in areas such as the following:

1. Visits to other classrooms and schools
2. Conferences involving personnel form the district, county
 state, region or nation
3. Membership in committees drawing personnel from such
 sources.
4. Training and classes and workshops offered within the district
5. Further training in institutions of higher learning
6. A full, up-to-date professional library for the professional staff

The budget of the district shall include funds to help defray in-service
growth expenses of employees.  Determination of in-service growth activities
and participants will be made by the superintendent, or those whom he designates.

Employees approved by the superintendent to participate in service development
programs will be reimbursed, within 30 days of successful completions, for the
costs of tuition, fees, and supplies connected with such programs.  Employees through
their principals or other supervisors may inform the superintendent of such
programs and their desire to participate therein.  Approval of participants and
programs by the superintendent are not subject to the grievance procedure.

Policy adopted:  January 1974
Policy re-affirmed:  June 14, 1993

Personnel

College and University Study

Reimbursement

Upon successful completion of graduate courses considered to be part of his inservice development, an
employee will be reimbursed within 30 days for the costs of tuition, fees and supplies required for such courses. (cf. 4131)

Courses required for certification are not eligible.  

Policy adopted:  January 1975
Policy re-affirmed:  June 14, 1993

Personnel

Education Hours

If the Board of Education or Administration makes a written request of a teacher to take any specific
college courses or to become endorsed in any additional areas the School District shall pay the tuition
for these courses.  Payment of the tuition by the School District would be agreed to by both the teacher and the Board of Education or Administration.  Any hours paid by the district would not be used for advancement on the Salary Schedule.  The teacher would have the option to pay for the hours and advance on the salary schedule if the hours meet the
requirements for advancement.

This policy does not include the suggestion of adding an endorsement.

Policy adopted:  July 11, 1988
Policy Re-affirmed:  June 14, 1993

Personnel

Local Workshops

In-service training programs conducted for professional growth of the faculty and improvement of the
curriculum may be offered within one or more schools.  To qualify each such offering shall consist of at
least two half-day sessions on regular school time.  Half-day shall mean a minimum of two hours.

Policy adopted:  January 1974
Policy re-affirmed: June 14, 1993

Personnel

Publication or Creation of Materials

The school district may have legal claim on all products created by its employees which  in any way
may be an outgrowth of their job responsibility.  In order to minimize misunderstandings about the
ownership of such products, the superintendent will effect procedures to be followed by all persons who
are or might be developing commercially attractive products which are or might be construed to be
associated with their normal job responsibility.  (See regulations at 4132)

Policy adopted:  January 1974
Policy re-affirmed: June 14, 1993

4132

Personnel

Publication or Creation of Materials

The following procedure should be followed by all employees who are or might be developing
commercially attractive products which are or might be construed to be associated with their normal job
responsibility.

1. A notice of intent to publish or manufacture should be
 filed with the person to whom the employee(s) is
 administratively responsible.

2. This administrator should then prepare a report containing the
 following information.

  a. A description of the product.

  b. The name of the person or persons involved in
   creating the product.

  c. The percentage of duty time, if any, of the person's
   normal job responsibility which was devoted to
   creating the product.

3. The report should be filed with the office of the superintendent.

The superintendent shall thereupon appoint a committee of three persons having knowledge of the
product, excluding those involved in creating it, to review the report and make a recommendation for
action to the superintendent.  Prior to making his decision, the superintendent will confer with the person,
or persons, eligible to receive royalties to help assure a mutally satisfactory arrangement.

Should any employee(s) involved be dissatisfied with a decision so made, the route of appeal is to
the board.

Rules approved:  January 1974
Rules re-affirmed: June 14, 1993

Personnel

Copyrights and Patents

Materials Developed by Employees on Their Own Time

Rights to copyrights or patents of books, materials, devices, etc., developed by employees of the
school district on their own time will be relinquished by the board upon the request of the employee;
provided that the school district be granted the privilege of purchasing the material or product free of any
copyright or royalty charges.

Materials Developed by Employees as Part of Prescribed Duties

It is the intent of the board that all books, materials, devices, or products which result from the
regular prescribed duties of person employed by the school district should remain the property of the
school district and that the school district shall retain all rights and privileges pertaining to the ownership
thereof.  In the event any of these products have commercial appeal, the superintendent is authorized to
negotiate with the appropriate agencies.  A minimum of 80% of the royalties which accrue from such
arrangements shall be paid to the general fund of the school district and up to 20% of the royalties may
be distributed to the creator or creators of such products if the superintendent so recommends.

In the event that a product which is satisfactory for the purposes of the school district needs to have
additional work performed on it before it is commercially acceptable, the superintendent is authorized to
make arrangements with the agencies or with individuals to have the additional work completed.  If a
school district employee is to perform the additional work, it must be done outside his regular hours of
employment by the shcool district.  No school district funds, whether tax funds or funds from other
sources, shall be used to remunerate the persons for this additional work; however, the superintendent is
authorized in such cases to alter the royalty percentage mentioned in the preceding paragraph in order
that the persons doing the additional work may be compensated from the royalties which are earned  
 
The board does not wish to become an entrepreneur in either the publishing or manufacturing field,
yet if there is a commercial return on the investment of school district funds, then the board wishes to
minimize the local and state tax efforts by receiving a return on its investment.  At the same time, the
board wishes to establish a policy of rewarding creativity among school district employees.  Therefore,
when the efforts of individuals are distinctive, the superintendent may authorize the sharing of royalties
returned from commercial pursuit.

The superintendent shall establish appropriate regulations for implementation of this policy.

Policy adopted:  January 1974
Policy re-affirmed:  June 14, 1993

Personnel

Travel

 The board will reimburse employees for normal expenses for hotel, food
 if connected with or part of registration, registration, and transportation
 costs incurred while attending authorized conferences or other activities
 whose purpose is related to instructional or related operational improvement
 in the district.  Arrangements for attendance must be approved in advance, in
 writing, by the superintendent.  The participant may attend without loss of compensation.

Policy adopted:  January 1974
Policy reaffirmed:  June 14, 1993

Personnel

Tutoring

It is expected that every effort will be made by the principal and teacher to help the child with his
difficulties at school before recommending that parents engage a tutor.  The board believes that by
maintaining a high quality instructional staff and providing for a rich, varied curriculum the need for
individual tutoring is minimized.

Should, however, individual tutoring be recommended in exceptional cases, the superintendent is
directed to establish rules as will protect both the school system and the teachers from charges of
conflict of interest.

Policy adopted:  January 1974
Policy re-affirmed:  June 14, 1993

Personnel

Tutoring

 Consistent with board policy, the following rules relating to tutoring have been established.

 1.  A teacher may not arrange to tutor any child enrolled in
  her class for pay.

 2. No tutoring for which a teacher receives a fee will be
  carried on in a school building.

 3. Teachers who accept outside tutoring engagements make
  their own arrangements with the parents for the fees to
  be assessed.

 4. Tutors must be certified in the areas served.

Rules approved:  January 1974
Rules re-affirmed:  June 14, 1993

Personnel

Board & Organization Rights

Whenever a notice is required to be given by either of the parties to any board-employee
agreement, pursuant to any provision(s) of the agreement, either party may do so by telegram or
registered letter at the following places:

 1. If by an employee organization, to the president of the board at the board office.

 2. If by the board, to the president of the respective organization at his appropriate address as filed with the board.  

Policy adopted:  January 1974
Policy re-affirmed:  June 14, 1993

Personnel

Saving Clause

If any provision of any employee organization agreement or any application of it to any employee or
group of employees is held to be contrary to law, then such provision or application shall be deemed
invalid, except to the extent permitted by law.  All other provisions or applications shall continue in full
force and effect.

Any contract between the board as an individual employee hereafter executed shall be subject to
and consistent with the terms and conditions of the appropriate employee organization agreement.  If the
aforesaid contract contains any language inconsistent with its related agreement, the agreement during
its duration shall be controlling.

Nothing in any such agreement shall be construed as indicating that the organization or the board
waive their rights with respect to the future negotiability of terms and conditions of employment with
respect to successor agreements.
 
Unless otherwise provided in an employee organization agreement, nothing contained therein shall
be interpreted and/or applied so as to eliminate, reduce, or otherwise detract from any terms and
conditions of employment existing prior to its effective date.

Policy adopted:  January 1974
Policy re-affirmed:  June 14, 1993

Personnel

Committees/Meetings

Joint committees set up to focus on particular problems of interest both to the board and to any
employee organization shall conform to the following provisions:

 1. Membership shall represent the skills to carry out the
  assignment of the particular committee.

 2. The school district shall request recommendations regarding
  personnel from the one relevant employee organization or
  organizations prior to appointing committee members.

The committee shall receive written instructions from the school district which shall include the
following:

 1. Basic description of the committee, including membership,
  teaching or other assignment of the individuals, suggested
  or assigned meeting dates and places.

 2. Basic assignment of the committee.

 3. Provision regarding funding of the committee's activities,
  funding or released time if any, and such other financial
  arrangement as may relate to resources, studies, research,
  and counsel.

Upon completion of the committee's assignments the results shall be put in writing and distributed as
directed by the committee; provided, however, that at least five copies shall be given to the board and to
each participating employee organization.

Policy adopted:  January 1974
Policy re-affirmed:  June 14, 1993

Personnel

Agreements

Each agreement entered into by the board with an employee organization shall constitute a
commitment by the board to the provisions of the agreement for its duration or until its amendment by an
instrument in writing duly executed by both parties.

Policy adopted:  January 1974
Policy re-affirmed:  June 14, 1993

Personnel

Reduction in Force Policy

Reductions in certificated staff which may be required due to decreasing enrollments, changes in
financial support, changing programs or other factors, will be accomplished, when possible, through the
normal procedures of resignations, retirement and other methods of attrition of staff.

In the event that it becomes apparent that the necessary staff reductions may not be accomplished
through the normal attrition process, the Administration will recommend to the Board of Education the
names of those individuals to be terminated under the reduction in force provisions of school district
policy and Nebraska school law.  Dates of notification shall correspond with those of the continuing
contract law.

District guidelines used for selecting employees for termination are as follows:

District policy shall not allow the reduction of a tenured employee while a probationary employee is
retained to render a service which such tenured employee is qualified by reason of certification end
endorsement to perform.  Tenured teachers with proper certification and endorsement will be allowed to
move from one area of endorsement to another and to "bump" teachers who are probationary.

Within the separate categories of tenured and probationary teachers the process of selecting
personnel for termination will involve consideration of (not listed in order of priority):
 
 1. Areas of certification and endorsement which my be required to maintain accreditation

 2. Program to be offered (qualification of teachers to teach the program)

 3. Contribution to the activity program (any paid school activity)

 4. Length of uninterrupted service with the school district.

 5. Special qualifications that may require specific training and/or experience

 The Board of Education may give the above stated criteria whatever weight it shall deem
appropriate.

Certificated staff members who are notified that they may be considered for termination shall be
given an opportunity for a hearing with the Board of Education prior to the time final action is taken.
Those employees who have been terminated through a reduction in force shall be considered as
"released with honor" and shall upon request be provided a letter to that effect.

Policy adopted:  June 1993
Policy amended:  January 12, 1998

4135.4

Personnel

Reduction in Force Policy (continued)

 Former employees who have been terminated because of the reduction of staff, except
 for those terminated as a result of job performance, shall for a period of two years or
 twenty-four months commencing at the end of the contract year, i.e., August 31 receive
 priority consideration for re-employment.  Former employees on recall will be contacted
 in order of their lay-off with respect to the positions for which they are qualified.
 When a former employee receives notification of available employment, the staff member
 will have five days to advise the superintendent if the employment is accepted.  If the
 employment is not accepted, the staff member will remain eligible on the recall list.
 
Policy adopted June 1993
Policy amended:  January 12, 1998

Personnel

Negotiations

The Board of Education adopted a board policy that teachers are to present a negotiation letter to the
Board by January 31.

Policy revised:  November, 1984
Policy amended:  June 14, 1993
   
4135.5
Personnel

Negotiations

Steps in Negotiating
 1.  Rules and regulations - Board adopts rules and regulations for adminstration
  of negotiations.
 2. Employee's Request - A written request is to be made by representative
  organization to the school board to meet and confer.  (request by January 31
  must specify subjects to be discussed).
 3.  Board's Notice of Decision - Board mlust give written notice of its decision
  to accept or reject request in whole or in part within 30 days after receiving
  request.  (If subjects not included in the request are to be proposed by the the
  board for discussion, a conditional acceptance or rejection should be made- that
  is, the request may be rejected unless such additional subjects are placed on the
  agenda, or may be accepted on the condition that such additional subjects are
  placed on the agenda.  If such conditional rejection or acceptance is made, acceptance
  or rejection thereof or a counterproposal should be received by the board before
  the first meeting of the board and the representative.
 4. First meeting must be held within 21 days after acceptance of request to meet
  and confer.  (If counterproposals, including conditional acceptance or rejection,
  are made, first meeting should be within 21 days of the final acceptance.  The
  agenda should be limited to those specific subjects set out in the request of the
  accepted counterproposal).
 5.  Subsequent Meeting - There is no limit on the number of meetings.  All meetings
  should be conducted in good faith.
 6. Written Agreement, if negotiations successful - Whatever is mutually agreed
  upon must be reduced to writing.  The parties should determine who is to
  prepare the written statement, which must be signed by all representatives of
  each party.
 7. Fact Finding - a) If the parties are unable to agree on any matter or matters,
  either party may require that it be submitted to a fact-finding board.  The
  school board selects on member, the employee organization selects one member,
  and the two members so selected shall agree upon a third member.
  b) If the selected members of the fact-finding board are unable to agree upon a
  third member, they may request the State Department of Education to submit a
  list of five persons deemed qualified to serve as members of such board.  Upon
  receipt of such list, the members selected by the parties shall alternately
  strike names until one remains, and the person not stricked shall become the
  third member.
  c)  Meeting of fact-finding board should be promptly after its appointment.
  Presumably, the fact-finding board will hear from both parties relative to
  all members on which agreement could not be reached.
  d)  Recommendation of fact-finding board.  This recommendation is to be within
  30 days (from its appointment).

4135.5

Negotiations (continued)

 8. Resumption of Negotiations - On receipt of the recommendations of the fact-finding
  board, an additional meeting of the parties should be scheduled in good faith.
 9. Written Agreement - Whatever matters are agreed upon are to be reduced to
  writing and signed by all representatives of each party. (see 6 above).

Rules re-affirmed:  June 14, 1993

Personnel

Negotiations
 
During negotiation with any employee organization, the board and the employee organization shall
present relevant data, exchange points of view, and make proposals and counter-proposals.

The Board of Education shall appoint a committee of three representatives to review the salary schedule
and its provisions at its regular January meeting.  The committee of three board representatives shall
meet within ten days of its appointment.

The committee of three board representatives shall meet with a committee of three teacher
representatives to discuss the salary schedule and its provisions.  All appointments shall be for two
years in such manner as to provide for over-lapping terms of one-half the membership.  The board of
education president and superintendent may attend as ex-officio members.

Policy adopted:  January 1974
Policy reaffirmed:  June 14, 1993

Personnel

Grievances

SECTION I.  Definition

A grievance is defined as an alleged violation misinterpretation, or misapplication of a specific article or
section of any contractual agreement.

An individual employee may present his grievance to the Board of Education or its designated
representatives and have the grievance adjusted, as long as the adjustment is not inconsistent with the
terms of any contractual agreement.  Grievances will be presented in the following steps:

SECTION 2.   Procedure

Within ten (10) working days of the time a grievance arises, the employee will present the grievance to
his Principal during nonteaching hours.  Within five (5) working days after presentation of grievance, the
Principal shall give his answer orally to the employee.

Step One

 A. Within five (5) working days of the oral answer, if the grievance is not
  resolved it shall be stated in writing, signed by the grievant and lodged
  with the Principal.
 B. The Statement of Grievance shall name the employee involved, shall state
  the facts giving rise to the grievance, shall identify by appropriate reference
  all the provisions of this agreement alleged to be violated, shall state the
  contention of the employee and of the Local Education Association with respect
  to these provisions, and shall indicate the specific relief requested.
 C. Within five (5) school days after receiving the grievance, the Principal
  shall communicate his answer in writing to the grievant.
 
Step Two

 A. If the grievance is not resolved in Step One, the grievant may, within ten (10)
  working days of receipt of Principal's answer,  submit to the Superintendent a
  written "Statement of Grievance" signed by the grievant.  A copy shall be given
  to the Principal involved at the same time.
 B. The Superintendent of his designated representative shall give the grievant and/or
  the Local Education Association representative an answer in writing no later
  than ten (10) working days after receipt of the written grievance.  if further
  investigation is needed, additional time may be allowed by mutual agreement of
  the Superintendent, grievant, and/or the Local Education Association representative.

Grievances (continued)
 
Step Three

 A. Within fifteen (15) school days after receiving the decision of the Superintendent,
  an appeal from the decision may be made to the Board.  It shall be in writing
  and accompanied by a copy of the decision at Step 2.
 B. No later than fifteen (15) school days after receiving the appeal, the Board of
  Education shall hold a hearing on the grievance at a regular or special meeting.
  All those listed in Step 2 shall have a right to participate in this step.
 C. Within fifteen (15) school days after the hearing, the Board shall communicate
  its decision in writing, and state their reasons if requested, to the Local Education
  Association and the aggrieved teacher, if any.
 D. The Local Education Association representative or aggrieved techer may not
  present any material, allegation or remedy that was not presented in Step 2.

SECTION 3.    Appearance amd Representation

 A. Hearings held under this procedure shall be conducted at a time and place which
  will afford a fair and reasonable opportunity for all persons, including witnesses,
  entitled to be present to attend.  Such hearings shall be conducted during nonschool
  hours, unless there is mutual agreement for other arrangements.
 B. The Board of Education and the Local Education Association are responsible for
  the payment of their own representatives and witnesses involved in any grievance
  meeting.
 C. If the grievance arises from an action of authority higher than the Principal of a
  school, the employee may present such grievance at Step 2 of this procedure.

SECTION 4.  Time Limits

 A. Time limits provided in this Agreement may be extended by mutual agreement
  when signed by the parties.
 B. Failure at any step of this procedure to communicate the decision on a grievance
  within the specified time limit shall permit the Local Education Association and/or
  the grievant to lodge an appeal at the next step of this procedure.
 
  Any grievance not advanced from one step to the next within the time limits of
  that step, shall be deemed resolved by the Board's answer at the previous step.

SECTION 5.   Teacher's Legal Rights

 
 A. Nothing contained herein shall deny to any teacher his rights under State or
  Federal Constitutions and laws.
 B. No probationary teacher may use the grievance procedure in any way to appeal
  discharge or a decision by the Board not to renew his contract.
 
  4135.7

Grievances (continued)
Teacher's Legal Rights

 C. No teacher shall use the grievance procedure to dispute any action by the Board of
  Education which is applicable to State L.B. 79-1254 as amended 1971.
 D. No teacher shall use the grievance procedure to appeal any decision of the Board
  of Education or Administration if such decision is applicable to a State or Federal
  Regulatory Commission or Agency.
 

 SECTION 6.  Arbitration

 A. If the grievance is not resolved satisfactorily to the grievant and/or the Local
  Education Association within thirty (30) days after consideration by the Board,
  there shall be available the step of impartial advisory arbitration.

  The Local Education Association or the Board of Education may submit, in writing,
  a request to enter into such arbitration.  The arbitration proceeding shall be con-
  ducted by an Arbitrator to be selected by the two parties within seven (7) days
  after said notice is given.    If the two parties fail to reach agreement on an
  Arbitrator within seven (7) days, the Nebraska Department of Education will be
  requested to provide a panel of seven (7) arbitrators.  Each of the two parties
  will alternately strike one name at a time from the panel until only one shall remain.
  The remaining name shall be the Arbitrator.  The decision of the Arbitrator will be
  advisory only and shall not be binding on the parties.
 
  Expenses for the Arbitrator's services and the expenses which are common to both
  parties to the arbitration shall be borne equally by the Board and the Local Education
  Association.  Each party to an arbitration proceeding shall be responsible for
  compensating its own representatives and witnesses.

  The Arbitrator, in his opinion, shall not amend, modify, nullify, ignore, or add to
  the provisions of the Agreement.   His authority shall be strictly limited to deciding
  only the issue or issues presented to him in writing by the Board of Education and the
  Local Education Association and his decision must be based solely upon his interpretation
  of the meaning or application of the express relevant language of the Agreement.

 B. Powers of the Arbitrator

  The decision of the Arbitrator shall be advisory.  The Board may implement the
  decision in whole or in part or may meet with the Local Educaiton Association to
  discuss other alternatives.
  1. He shall have no power to add to, subtract from, disregard, alter,
   or modify any of the terms of this Agreement.
  2. He shall have no power to establish salary structures or change
   any salary.
  3. He shall have no power to rule on any of the following:
     

4135.7

Grievances (continued)
 
   a. The termination of services of or failure to re-employ
     any probationary teacher.
   b. The termination of services or failure to re-employ
    any teacher to a position on the extra-curricular
    schedule.
   c. Any claim or complaint for which there is another
    remedial procedure or course established by law
    or regulation having the force of law, including any
    matter subject to procedures specified in L.B. 79-1254.
  4. He shall have no power to change any practice, policy, or rule of
   the Board of Education nor to substitute his judgment for that of
   the Board as to the reasonableness of any such practice, policy,
   rule, or any action taken by the Board.

Rules approved:  January 1974
Rules reaffirmed:  June 14, 1993

Use of Technology

The Superintendent or his/her designee shall develop regulations and procedures governing the use of technology by students and staff of the district’s instructional program.  These rules and regulations will be in the form of a “Fair Use Agreement”.  Regulations and procedures shall provide for the communication of rights and responsibilities to students, their parents, and staff and identify appropriate and unacceptable use and consequences for abuse or misuse. 

Adoption Date:
December 18, 2006

4135.8(a)

REGULATION                                                                                                               

Use of School Computer Technology and Internet Access by Teachers and Classified Staff

1. ISSUANCE OF ACCOUNT: This application shall not be effective until an agreement and payment form are signed and returned to the System Administrator. The holder of any user account shall be responsible for the ongoing supervision, management, and control of any person he/she authorizes to access the Internet through such user account. For the purposes of these rules, "User shall refer to the holder of any valid user account and any person he/she authorizes to access Internet through his/her user account; and "System Administrator" shall refer to Laurel-Concord Public Schools.

2. COMPLIANCE: The user agrees to comply with all standard User Account and Telecomputing Rules.  These rules are incorporated herein by reference. Notice of such rules may be amended from time to time shall be provided by the Laurel-Concord Public Schools’ System Administrator.

3. RESTRICTED USE: Any action by a user that is determined by the System Administrator to constitute an inappropriate use of Internet or to improperly restrict or inhibit other users from using and enjoying Internet is strictly prohibited and may result in termination of an offending user's account. The user specifically agrees not to submit, publish. or display on Internet any defamatory, inaccurate, abusive, obscene, profane, sexually oriented, threatening, racially offensive, or illegal material: nor shall the user encourage the use of controlled substances, transmission of material, information or software in violation of any local, state, or federal law is prohibited and is a breach of the Terms and Conditions.  The user also agrees not to use the facilities and capabilities of Internet to conduct any activity or solicit the performance of any activity, which is prohibited by law. Each user shall indemnify Internet, Laurel-Concord Public Schools, and the System Administrator for any losses, costs, or damages including reasonable attorney's fees Incurred by Internet, Laurel-Concord Public Schools, and the System Administrator relating to or arising out of any breach of this section (Restricted Use) by user.

4. SOFTWARE LIBRARIES: Only public domain files and files in which the author has given expressed consent for on-line distribution, may be uploaded to the software libraries by the user. Any other software may not be uploaded to the software libraries. Any software having the purpose of damaging other user's systems, or the Internet System (e.g. computer viruses) is specifically prohibited. The System Administrator, at its sole discretion, reserves the right to refuse posting of files, and to remove files. The System Administrator, at its sole discretion, further reserves the right to immediately terminate the account of a User who misuses the software libraries. The System Administrator does not necessarily inspect software uploaded by users and Internet does not guarantee the suitability or performance of any software downloaded from the